Chapter one
Introduction
1.1 Background to the study
Before
privatization, the managers of government companies adopted Laissez faire
attitude in running the companies. Yesufu (1996) states that there was business
as usual, meaning that government interest was not protected, contracts were
awarded to political cohorts and only loyal agents to the party in power were
employed. In other words, the nation
state was ignored and only those who aided the politicians to attain votes were
cratered for.
The
researcher’s visit to some of the companies after privatization showed that
many incentives have been introduced. These incentives are introduced to
cushion the effect of non-challant attitude of workers. When most of the
companies were managed by government agents, very few welfare schemes as it
existed in the ministries were given to the workers. One of the major welfare
scheme was the leave grants. But today, many more schemes are introduced to
make the workers happy so as to boost productivity. Some of these schemes are
in providing medical care, vehicles as loans to move workers to their places of
work, provision of cash benefits immediately after retirement, the creation of
recreational facilities to ease tension during free periods and the need for
training and retraining to meet the present needs of the technological era.
Ojah (2002) submits that there are
twenty-six (26) industries in Cross River State.
Workers are the most essential resource for the
achievement of the goals of any organization. Accordingly industrial workers,
like workers in other organizations, should be motivated through welfare
schemes so as to continue to perform their statutory duties. These welfare
schemes are expected to be inducing enough for the workers to be motivated to
attain maximum productivity. However, for desired production in industries to
be achieved, there must be human and social actions in their proper
perspectives. Human action in this regard, involves the technical know-how
required in the production of goods and services, in terms of expertise of
human labour.
Human labour should be enhanced through the
provision of welfare schemes to motivate them for improved performance.
Moreover, in order for industries to provide consumers befitting services, they
must live up to the challenges of providing adequate welfare packages for their
workers so as to boost the egos of the workers. Additionally, the Nigerian
economy is globalizing (struggling to meet world standard), hence consumers may
demand higher quality goods and services like their counterparts worldwide.
Inadequate welfare schemes could cause industrial disputes, crises and a
situation that would affect productivity. To avert such situations, a properly
coordinated welfare scheme should be introduced.
According
to Yesufu (1996: 28), an industry is a social system deliberately established
to carry out a definite purpose and consists of people in creative
relationship. In other words, organizations being a social system, the people
they engage as workers, need to be treated well for them to be effective. This
treatment includes energizing, coercing and placating these workers by their
employers.
Wikipedia
(2010) averres that, before the Industrial Revolution in Europe, workers were
treated like underdogs. This means that owners of companies never bothered
about the welfare of the workers. With the Industrial Revolution things started
changing, and in Africa, when the Europeans established the Royal Niger Company
in 1947, the workers borrowed the ideas of the Industrial Revolution and formed
trade unions to protect their rights. These rights were in terms of short
working hours, payment for overtime, bonuses for special tasks performed and
even pay rise to suit the inflationary trends.
Current
trends in the world of business show that organizations are not merely
established and designed to make profit only. Okozu (2002) contends that the
promotion of welfare, human relations and interdependence (symbiosis) bring
about economy of scale, whereby companies specialize in the production of one
material and depend on other companies for their own needs. Workers would be
satisfied with the situations that will assure them of their future. They look
forward to situations that will promote their ego and stabilize their financial
standing in the society. For instance, if they run into bad health, they were
sure to have their bills paid, if their wives gave births, visitation would
follow, if car loans, leave allowances and other statutory allowances were
paid, the workers are bound to be happy thereby putting more efforts in their
workplace.
Ireogbu
(2008) submits that in unionized industries, workers rely on their unions for
negotiation on their welfare packages. Often times, staff welfare are not
treated with the seriousness and due regard attached to their work.
Consequently, based on available literature, not
much effort, has been made on relating staff welfare schemes to their productivity.
1.2 Theoretical framework of the study
The following theories are deemed necessary as the
framework of the study.
(i) Maslow’s
(1943) Need Hierarchy of human needs theory
(ii) McClelland’s
(1964) Need Achievement needs theory
(iii) Vrooms
(1964) Expectancy theory
(iv) Herzberg’s
(1968) Motivation Hygiene theory
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